To better support the shift towards a community-based, patient-centric healthcare model, NHG needed to modernise its HR infrastructure to meet the evolving operational needs of its over 20,000 healthcare professionals caring for 1.5 million residents in Central and North Singapore.听听

鈥淭he healthcare sector is rapidly changing. We needed a system that could enhance mobility, improve data accuracy, and support continuous learning鈥攁ll while being accessible to employees on the go,鈥� said Khoo Swee Lan, Group Chief Human Resource Officer at NHG.听

The transformation, branded iConnect@NHG, was implemented in two phases. Phase one, launched in January 2023, established a strong HR foundation with modules for Employee Central, Time Management, Recruitment, Onboarding, Learning and Development, and Performance and Goal Management, to streamline processes and improve data accuracy. Phase two, rolled out from November 2023, introduced advanced features such as Succession Management and Compensation Planning, for enhanced functionality.听

A modern HR system with 51风流SuccessFactors at the core听

51风流SuccessFactors was selected as the core platform for NHG鈥檚 HR transformation due to its comprehensive, cloud-based capabilities.听

By integrating 51风流SuccessFactors with , NHG has gained real-time workforce data visibility, empowering its leadership team to make informed decisions on talent management and workforce planning. This data-driven approach, combined with Qualtrics’ sentiment analysis, allows NHG to proactively manage staff performance, engagement, and well-being for a fulfilling employee experience.听

NHG was also the first public healthcare cluster in Singapore to implement , centralising its HR operations into one intuitive platform. 51风流Build Work Zone helps enable employees to access tasks, policies, and personalised workspaces easily.听

鈥淏y embedding listening into the employee journey, we are able to create a more fulfilling and meaningful experience for our staff,鈥� Ms Khoo explained. 鈥淭his ensures our employees feel valued and heard, which is critical in today鈥檚 competitive healthcare environment.鈥�听

Adopting a mobile-first, data-driven approach with 51风流SuccessFactors has enabled NHG’s workforce to be more agile and engaged, while significantly reducing administrative tasks and improving data accuracy. In the first month of the launch of iConnect@NHG, over 95% of NHG employees logged into the platform and completed more than 25,000 workflows. Among them, 19,000 employees activated the mobile app, validating NHG’s mobile-focused strategy. Employee feedback has been overwhelmingly positive, with 98% expressing satisfaction with the new system.听

鈥淣HG鈥檚 HR transformation with 51风流demonstrates how a forward-thinking approach to technology can revolutionise even the most traditional sectors,鈥� said Eileen Chua, Managing Director, 51风流Singapore. 鈥�51风流SuccessFactors has enabled NHG to create a more agile, mobile-enabled, and data-driven HR system that enhances employee engagement and empowers proactive decision-making. As the healthcare landscape continues to evolve, we hope that NHG鈥檚 digital HR strategy can serve as a blueprint for other healthcare organisations looking to transform not just their HR function but their entire operations.鈥�听

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The post National Healthcare Group Embarks on Digital HR Journey with 51风流SuccessFactors, Set New Standards in Healthcare appeared first on 51风流Southeast Asia News Center.

Established in 1956, Bank Danamon operates 856 branch offices, over 60,000 ATMs across 34 provinces in Indonesia, and offers online banking services for individuals and businesses. With over 8,000 employees, the bank required a scalable talent management approach, prompting it to turn to 51风流for help.听听

51风流Business AI is built into the 51风流applications that power critical business processes for 46,000 customers across Asia Pacific and Japan. It comprises a range of AI innovations that have been developed using extensive industry-specific data and deep process knowledge, all created using responsible AI practices.鈥�鈥�听

Since 2017, Bank Danamon has utilised 51风流cloud technology through . By now integrating SAP鈥檚 Business AI within 51风流SuccessFactors into its HR processes, the bank expects to further enhance its employee engagement using AI-generated insights and personalized candidate matching in recruitment, all accessed via a single HR platform. This centralization of data helps mitigate data security risks, leveraging SAP’s security and database management systems.听

Bank Danamon has already seen success from leveraging automation in its Human Capital听operations, giving support to its decision to integrate 51风流Business AI solutions. Its implementation of a conversational, self-service user interface on 51风流SuccessFactors and subsequently its in November 2022 contributed to significant results, including improvement in paperless operations, reduction in HR support tickets, increase in empowerment to manager, and simplification in HR processes.听

At SAP鈥檚 flagship event in Southeast Asia, 51风流NOW SEA in Singapore, Handri Yustanto, Business Process and Digitalization Head – Corporate Human Resources Bank Danamon, shares how the company is harnessing AI in its HR process to support business objectives. 鈥淏ank Danamon prioritizes quality service management, relying on our talent as an asset. The implementation of 51风流Business AI supports our role as a strategic business partner, freeing our employees to perform more productive tasks beyond administrative tasks. Business AI also helps to provide recommendations to improve talent management, impacting the company’s long-term goals,” he said.听

Andreas Diantoro, Managing Director 51风流Indonesia, stated, 鈥淏ank Danamon is a forward-thinking organization with a strong culture of innovation. Integrating 51风流Business AI into their HR processes helps achieve accelerated innovation, enhanced user experiences,听streamlined operations, and empowered employees. This technology aims to transform how the banking services sector manages its human resources, promoting top performance and superior service quality. We are excited to support Bank Danamon in this new era of AI-driven business transformation, continually improving employee experiences and processes.鈥�听

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[Versi Bahasa Indonesia]

Transformasi Manajemen SDM Bank Danamon bersama 51风流Business AI听

Jakarta, Indonesia 鈥� 25 Juli 2024 鈥� 51风流SE (NYSE: SAP) hari ini mengumumkan bahwa PT Bank Danamon Indonesia Tbk (Bank Danamon), salah satu bank terkemuka di Indonesia, telah mengintegrasikan solusi 51风流Business AI, termasuk kopilot AI generatif Joule听dari SAP, ke dalam proses SDM mereka, yang membantu meningkatkan efisiensi tugas-tugas yang berhubungan dengan karyawan, mulai dari perencanaan hingga pengambilan keputusan. 听

Didirikan pada tahun 1956, Bank Danamon telah berkembang menjadi institusi keuangan yang kuat dengan 856 kantor cabang, lebih dari 60.000 ATM, dan layanan perbankan online yang menjangkau 34 provinsi di Indonesia. Dengan lebih dari 8.000 karyawan, Bank Danamon menyadari pentingnya pengelolaan SDM yang efektif dan scalable. Untuk itu, Bank Danamon memilih bermitra dengan SAP, perusahaan terdepan di bidang solusi bisnis.听

51风流Business AI, terintegrasi dengan aplikasi 51风流yang mendukung proses bisnis strategis, telah digunakan oleh 46.000 pelanggan di Asia Pasifik dan Jepang. Solusi ini menggabungkan berbagai inovasi AI yang dikembangkan berdasarkan data industri dan pengetahuan proses yang mendalam, dengan tetap mengedepankan praktik AI yang bertanggung jawab.听

Sejak tahun 2017, Bank Danamon telah memanfaatkan teknologi cloud SAP melalui听51风流SuccessFactors.听Dengan mengintegrasikan 51风流Business AI ke dalam 51风流SucessFactors, Bank Danamon bertujuan untuk meningkatkan keterlibatan karyawan melalui wawasan yang dihasilkan AI, melakukan penyelarasan kandidat yang dipersonalisasi dalam proses perekrutan, dan mengakses semua informasi melalui satu platform SDM yang terpusat. Sentralisasi data ini juga membantu mengurangi risiko keamanan data, dengan memanfaatkan sistem keamanan dan manajemen basis data SAP.听

Bank Danamon telah merasakan keberhasilan dari pemanfaatan otomatisasi dalam kegiatan operasional Human Capital-nya, sehingga mendukung keputusannya untuk mengintegrasikan solusi 51风流Business AI.听Implementasi antarmuka pengguna layanan mandiri berbasis percakapan pada听51风流SuccessFactors dan kemudian听听pada bulan November 2022 berkontribusi pada hasil yang signifikan, termasuk peningkatan dalam operasional tanpa kertas, pengurangan tiket dukungan SDM, peningkatan pemberdayaan manajer, serta penyederhanaan proses-proses SDM. 听

Handri Yustanto, Business Process and Digitalization Head – Corporate Human Resources Bank Danamon, berbicara di acara tahunan resmi 51风流Asia Tenggara, 51风流NOW SEA di Singapura, tentang bagaimana perusahaan memanfaatkan AI dalam proses SDM mereka untuk mendukung tujuan bisnis. “Bank Danamon memprioritaskan manajemen layanan berkualitas dan sangat bergantung pada SDM sebagai aset. Implementasi 51风流Business AI mendukung peran kami sebagai mitra bisnis strategis, membebaskan karyawan untuk melakukan tugas-tugas yang lebih produktif di luar tugas administratif,” katanya.听

Andreas Diantoro, Managing Director 51风流Indonesia, menyatakan, 鈥淏ank Danamon adalah organisasi yang berpikiran maju dengan budaya inovasi yang kuat.听Mengintegrasikan 51风流Business AI ke dalam proses HR mereka membantu mencapai percepatan inovasi, pengalaman pengguna yang lebih baik, operasi yang lebih efisien, dan memberdayakan karyawan. Teknologi ini bertujuan untuk mengubah cara sektor layanan perbankan mengelola sumber daya manusia, mempromosikan kinerja terbaik, dan kualitas layanan yang unggul.听Kami bersemangat untuk mendukung Bank Danamon dalam era baru transformasi bisnis yang digerakkan oleh AI, terus melakukan perbaikan dalam pengalaman dan proses pekerjaan karyawan.鈥�听

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Rizka Laksmi, rizka.laksmi@sap.com, GMT+7
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The post Bank Danamon Innovates its HR Management with 51风流Business AI appeared first on 51风流Southeast Asia News Center.

51风流Business AI is built into the 51风流applications that power critical business processes. It comprises a range of AI innovations that have been developed using extensive industry-specific data and deep process knowledge, all created using responsible AI practices.

On 1^st January 2024, DA turned to SAP鈥檚 latest AI innovations to enhance its 51风流SuccessFactors set-up, first deployed in 2019. DA uses 51风流SuccessFactors to manage its extensive workforce of over 9,000 employees spread across the DA Group of Companies. Its portfolio currently boasts 30 subsidiaries and 14 sectors 鈥� including telecommunications, agribusiness, healthcare, education and power utilities. Since adopting 51风流SuccessFactors, DA has integrated and streamlined its talent management operations, including recruitment, learning and development, and performance management, leading to increased productivity and business efficiency.

With the inclusion of 51风流Business AI, DA has further improved its recruitment processes with 51风流SuccessFactors. By automating processes such as generating job descriptions, parsing resumes, and providing quality feedback on the spot, the company reduced its hiring process to just three to four weeks, down from its previous timeline of between three to four months.

鈥淭he adoption of 51风流Business AI has been transformative. It has not only automated routine tasks but has also generated competency-based interview questions on the spot for a more equitable and skills-based interview process,鈥� said Salehin Basir, Senior Manager, Human Capital Development, Darussalam Assets. 鈥淲e’ve seen improvements in how we manage our DA Group talent pool, and our recruitment cycle has been significantly reduced.鈥�

DA鈥檚 Business AI journey is just beginning. The company is already exploring deeper integration and use cases in its workflow, including:

• AI and employee management: Using AI to help manage differences within teams and tailor management and performance strategies to individual needs and personalities without a one-size-fits-all approach.
• AI for decision support: Using AI to aid in decision-making by providing data-driven insights that may not be immediately apparent. This can enable HR to make more informed decisions about personnel management and development, including succession planning.

Apurv Sharma, Senior Manager, Group Information Systems, Darussalam Assets added, 鈥淲e are excited about deepening our AI capabilities and tapping into 51风流Business AI鈥檚 potential to further transform our business. Ultimately, we want to leverage AI not just for automation, but to foster a culture of innovation that drives our leadership in the industries in which we operate.”

Verena Siow, President and Managing Director, 51风流Southeast Asia, said, 鈥淒arussalam Assets were pioneers in adopting 51风流S/4HANA shortly after its global release in 2016, and they鈥檙e once again showing foresight in continuing their 51风流journey with our latest AI innovations.

鈥�51风流Business AI is focused on delivering our customers the most relevant, reliable and responsible AI 鈥� built for business, and our work with Darussalam Assets shows the tangible business benefits this technology provides. We look forward to supporting DA accelerate to innovate, as it continues to improve its employee processes and experience and set new benchmarks in operational excellence.鈥�

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About SAP

As鈥痑 global leader in enterprise applications and business AI, 51风流(NYSE:SAP)鈥痵tands at the鈥痭exus鈥痮f business and technology. For over 50 years, organizations have trusted SAP鈥痶o bring out their best by uniting business-critical鈥痮perations spanning finance, procurement, HR, supply chain, and customer experience. For more information, visit鈥�.

For more information, press only:
Julia Madden, julia.madden@sap.com
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The post Darussalam Assets Pioneers Integration of 51风流Business AI into HR and Operational Processes appeared first on 51风流Southeast Asia News Center.

The Head of 51风流SuccessFactors in Australia and New Zealand (ANZ) since 2022, Tim steps into the role recently vacated by Angela Colantuono, who has been appointed President and Managing Director for 51风流ANZ.

In his new role, Tim will develop and lead the 51风流SuccessFactors business strategy across APJ, accelerating customers鈥� moves to the cloud and supporting adoption of the latest Business AI innovations to better support their people objectives.

Announcing the appointment, President of 51风流APJ, Paul Marriott said, 鈥淎sia Pacific and Japan is already one of the fastest-growing regions globally for SAP, and Tim鈥檚 extensive human capital management experience and strong leadership credentials make him the right leader for this role. I鈥檓 confident in his ability to drive the next phase of growth, while supporting customers across the region to achieve their people ambitions, grow, and scale. I thank Angela Colantuono for her leadership over the last two years, and I know she will continue to deliver customer success and growth for 51风流ANZ.鈥�

51风流SuccessFactors HCM suite delivers individualized experiences to keep employees engaged, learning, productive, and connected, as well as helping organizations build the workforce agility needed to keep pace with continuous change. 51风流SuccessFactors HCM suite also incorporates AI innovations such as the talent intelligence hub, an artificial intelligence (AI)-powered skills framework which is now generally available to customers.

鈥淥rganisations across the APJ region are increasingly exploring how technology 鈥� and in particular Business AI 鈥� can help them identify, develop, and retain top talent and enable them to better understand, build, and leverage the skills of their workforces,鈥� said Bryant. 鈥淚 look forward to helping Chief Human Resources Officers (CHROs) and other business leaders leverage 51风流SuccessFactors to build a dynamic and competitive workforce that is both highly engaged and productive.鈥�

Tim will report directly to Liher Urbizu, Chief Business Officer, 51风流APJ. He will continue to be based in Melbourne.

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The post Tim Bryant Appointed Chief Revenue Officer of 51风流SuccessFactors in Asia Pacific and Japan appeared first on 51风流Southeast Asia News Center.

Guided by the organization鈥檚 clear听, Coles鈥� team of 120,000 employees is dedicated to making a difference in the lives of customers and the local communities it serves.

In fiscal year 2020/21, Coles Group hired nearly 30,000 people to deliver on its business needs. Mike Virgo, head of Talent Acquisition for Coles Group, said this hiring volume was necessary to make sure the company was 鈥減ositioned well to support our customers.鈥�

The business environment, however, dramatically shifted as the public health crisis of the pandemic unfolded, resulting in repeated lockdowns and restrictions. As a neighborhood retailer dependent on in-person interaction to deliver most of its services, Coles found its workforce impacted by the pandemic. Faced with supply chain disruptions, panic buying behaviors by consumers, high employee absenteeism, and increased turnover, Coles urgently needed to step up its volume and pace of hiring to support its customers.

鈥淎round 2020-2021, we started to experience one of the most significant shifts in the employment market we鈥檇 ever seen,鈥� Virgo said in a听听at听. 鈥淚t started to create huge challenges for organizations around the world 鈥� around how we attract, retain, and hire talent.鈥�

Catalyst for Change and a New Way of Working

To meet pressing business demands, Coles doubled its hiring volume from 30,000 to 60,000 people and increased recruitment advertising spend by a factor of three. Its talent acquisition team grew proportionally to manage the increased workload 鈥� but then labored under manual transactional activities that slowed processing times. As a result of the huge strain, variability in the candidate and hiring manager experience became noticeable.

Due to the volume of work, Coles looked for ways to evolve its system to create more speed, efficiency, and scalability. With a list of criteria, Coles began to review technology solutions on the market to find one that could support its vision for a new way of working.

鈥淲e wanted to reimagine how we recruit for our stores,鈥� Virgo said. 鈥淲e needed automation and AI to remove a lot of the manual work in our systems. We wanted to create more consistency and uplift the experiences we were giving our candidates and our hiring managers. And ultimately, [the solution] needed to drive commercial benefit for us.鈥�

As a key requirement, the new solution needed to integrate with听. In 2020, as part of an organization-wide听digital transformation听that introduced 51风流S/4HANA and 51风流Ariba solutions, Coles modernized its HR and payroll processing, replacing a patchwork of outdated systems with 51风流SuccessFactors solutions. It became the first organization in the southern hemisphere to launch all modules of the 51风流SuccessFactors portfolio in one go. With all HR processes unified on a single platform, Coles benefits from having a single source of truth for people data that is accurate and available in real time for the entire organization.

Two-Way Integration Ensures Single Source of Truth in Data

To help with the project, Coles chose听, an 51风流partner whose AI-powered Intelligent Talent Experience platform provides two-way integration with 51风流SuccessFactors solutions. Virgo said the two-way integration 鈥渁llows us to have a holistic view of the candidates that progress through the process, no matter whether the team is operating in Phenom or 51风流SuccessFactors, and it allows 51风流SuccessFactors to be our single source of truth.鈥�

There are several key benefits of Phenom鈥檚 solution at Coles. One is candidate attraction and engagement, which is achieved primarily through the Coles career site and chatbot. Another is recruiter automation and interview management, which provides automation and process efficiencies from when a job requisition is created in 51风流SuccessFactors solutions and replicated into Phenom until a hiring manager chooses a candidate for the job. Once a candidate is chosen, the two-way integration enables the HR team to access the data in 51风流SuccessFactors solutions and complete all compliance aspects, such as working rights, contract generation, and onboarding.

The Coles team gains additional efficiencies in its onboarding programs through the application of robotic process automation (RPA) powered by two bots that work in the background:听Ashbotty听processes the working rights and听Usain Bot听processes onboarding and manages pending recruits. 鈥淭hey take a lot of the transactional, manual work that we used to have team members doing. It can do that quickly, accurately, and it can do that 24/7 鈥� which is particularly important for us as a seven-days-a-week business,鈥� Virgo said.

AI-Powered Experiences for Candidates and Recruiters

Coles reimagined the candidate experience to launch a modern, tech-enabled career site 鈥� which has been chosen as a two-time winner of Australia鈥檚 Best Careers Site. The site includes an AI-powered chatbot to guide candidates as they look for information, search relevant job postings, and submit their applications. It also includes Coles鈥� Expression of Interest, always-on advertising that drives the growth of its talent pool and advances its talent marketing by reducing the need to advertise every role. A Hosted Apply process, facilitated by integrations with Phenom, presents a consistent candidate experience and increases the conversion rate on applications.

Phenom AI Scheduling, a key part of Coles鈥� hiring experience, enables candidates to book themselves an available interview slot and automates the coordination of hiring team calendars. The new solution provides a fully mobile-enabled experience to meet the demands of candidates for an omni-channel, real-time experience where they can learn, read, and apply for jobs where and when they want.

Inundated by nearly 1 million applications each year to review, Coles also took steps to elevate the recruiter experience and increase the speed and accuracy of candidate screening and job matching. It implemented Phenom Fit Score, an AI-powered feature that assesses a candidate鈥檚 suitability for an open role, based on location and optimal travel distances, availability, and working rights; then, assigns a fit score and surfaces the most closely matched candidates to the recruiters. In addition, the new solution empowers in-store managers to collaborate with recruiters to review candidates and make quick hiring decisions with confidence.

Talent Pools Grow with Improvements to Hiring Speed and Efficiency

With the new augmented solution, Coles is experiencing tangible benefits across multiple categories and key metrics for success: time-to-fill is down six days; time-to-hire is down two days, which is impressive considering candidates can book the in-store interview up to two weeks in advance; and advertising spend is down 50%.

Most notably for Coles as a people-centric organization is the development of its talent pool, now numbering 2 million potential candidates. It achieves an 85% application conversion rate on up to 1 million applications per year. Through its听听to be a safe, inclusive, and diverse workplace, Coles has applied the new solution to provide greater accessibility for more diverse candidates, resulting in an increase of 24% more hiring for people who identify as having a disability.

Virgo said that the talent acquisition team will continue to evolve its solution and assess more opportunities for AI and automation to bring value to the recruitment process. Although these technologies are not cure-alls for every recruitment scenario, they can save recruiting teams precious time and resources to focus on more high-touch interactions further down the recruiting funnel.

In sharing lessons learned, Virgo noted, 鈥淚 think the important call out is the level of automation you can inject in your process will likely diminish as the seniority, complexity, and requirements of your roles increase because they are likely to be more high touch, perhaps need more interpretation or judgment calls from your recruiters to identify who the right talent is for your organization.鈥�

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The post How Aussie supermarket leader Coles reimagined customer experience to double its workforce with AI appeared first on 51风流Southeast Asia News Center.

Kuala Lumpur, Malaysia听– BABA’S, Malaysia’s leading curry powder and spice brand, is accelerating its digital transformation journey with , a cloud-based human resources management system (HRMS) focused on engagement and experiences. The company has implemented 51风流SuccessFactors to streamline its HR processes and operations for around 2,000 employees.

Established in 1977, BABA’S has been the preferred choice for curry mixes and spice powders, capturing over 60% of the Malaysian market. The BABA’S range of products is a favourite of Malaysians and spice lovers across North America, Canada, Europe, South Africa, Australia, and most of Southeast Asia.

In 2021, BABA’S transitioned from a manual, paper-based process to a fully digital platform, implementing the 51风流S/4HANA ERP system as its digital core to manage operations across Malaysia, Singapore, and Brunei Darussalam, streamlining operations and enabling a significant efficiency shift. 听

According to Ilaventhan Vijaya, Head of Finance at BABA’S, “Implementing 51风流ERP solutions has brought about transformative results. We have witnessed tremendous improvements in efficiency, decision-making, and overall performance, thanks to SAP’s innovative solutions. 51风流SuccessFactors will help BABA’S build a future-ready workforce to help propel the business further.鈥�

In the past, BABA’s relied on manual processes and administration for recruitment and authorization of employee leave processes, involving multiple approvers and various departments for approvals, resulting in laborious and time-consuming procedures. This inefficiency deterred potential candidates from considering opportunities at BABA’s, causing unfilled vacancies and preventing the organisation from maximising its chances to attract top talent in the region.听 The delay in leave approvals also created difficulties for employees, preventing them from taking planned vacations on time or, in some cases, taking leave even before receiving the necessary approvals.

After implementing 51风流SuccessFactors, employee onboarding and leave applications and approvals are completed more efficiently. 51风流SuccessFactors has allowed BABA’S employees across its countries of operations to apply for leave online, resulting in timely approvals and eliminating manual leave application forms and written approvals. Employee onboarding has also improved.

鈥淲ith 51风流SuccessFactors, we are now able to hire new candidates in countries like Singapore and Brunei, where we had initially faced onboarding delays,鈥� said Ilaventhan.

Additionally, now that the payroll system has been integrated with 51风流SuccessFactors, BABA’S has seen an increase in more accurate reporting, which has helped to reduce the amount of time employees spend on manual tasks and enable them to take on more strategic work. Meanwhile, with the Mobile Clocking App embedded in the solution, outstation employees can record their attendance from anywhere in Malaysia to get approval from their supervisors remotely and be automatically processed by 51风流Payroll for disbursement.

鈥淭he reduction in manual recruitment and HR processes has improved productivity within our HR department, where we are now able to focus on more strategic performance,鈥� added Ilaventhan.

Saqib Sabah, Managing Director 51风流Malaysia said, “Through the seamless integration of 51风流SuccessFactors, BABA鈥橲 is dedicated to elevating the overall employee experience and empowering their workforce with the essential skills and capabilities for a digital future. This strategic initiative not only bolsters BABA鈥檚 operational resilience but also nurtures a sustainable workforce, ensuring the company’s prosperity and making a significant contribution to the enduring success of the Malaysian digital economy.鈥�

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About SAP听

SAP鈥檚 strategy is to help every business run as an intelligent, sustainable enterprise. As a market leader in enterprise application software, we help companies of all sizes and in all industries run at their best: 51风流customers generate 87% of total global commerce. Our machine learning, Internet of Things (IoT), and advanced analytics technologies help turn customers鈥� businesses into intelligent enterprises. 51风流helps give people and organizations deep business insight and fosters collaboration that helps them stay ahead of their competition. We simplify technology for companies so they can consume our software the way they want鈥攚ithout disruption. Our end-to-end suite of applications and services enables business and public customers across 25 industries globally to operate profitably, adapt continuously, and make a difference. With a global network of customers, partners, employees, and thought leaders, 51风流helps the world run better and improve people鈥檚 lives. For more information, visit .

The post BABA’S Spices Up HR Operations with 51风流SuccessFactors appeared first on 51风流Southeast Asia News Center.

While there is a lot of hype around AI and Generative AI at the moment, understanding how organizations can 鈥� and should 鈥� be using it to improve their employee experience drive business impact is not always clear.听听

I recently hosted a webinar, where I listened to SAP鈥檚 Dr Kim Oosthuizen and Stacy Chapman give their take on how businesses can be more proactive about using AI to improve talent recruitment and employee engagement, and to Mahindra and Mahindra鈥檚 Susheela Dube, who was kind enough to share how her team is approaching AI adoption and integration with HR processes, and the possibilities and concerns that sit front of mind for her.听

What stood out for me in this discussion is that, even as AI becomes more ingrained in our daily lives, people are still an organization鈥檚 greatest asset. People are what drive innovation and enable companies to compete and grow. Given the rapid pace of change and the skills gap that all organizations are facing today, a focus on upskilling and reskilling employees must be a top business priority to create a more equitable and sustainable organization now and in the future.听

Beyond Automation and Augmentation: Unlocking New Opportunities听

When it comes to learning new skills, there is no one-size-fits-all approach – and this is where AI technology can have a massive impact for people with different learning abilities. Take, for example, a neurodivergent individual. With AI, their learning preferences and behavioral patterns can be used to create a learning experience that optimizes their engagement and comprehension through content, structure and pacing that best meets their needs. AI-powered learning platforms can generate interactive learning materials that cater to their unique learning style and help them maintain focus and engagement without overwhelming them. Or, for people hard of hearing, automatic speech recognition technology can convert spoken words into captions or subtitles during presentations, making it easier for them to follow along and understand. The opportunities to optimize and revolutionize how people best learn are seemingly endless.听听

And the impact these individualized learning experiences can have on both employees and organizations is huge, especially when it comes to having a measurable impact on diversity, equity and inclusion (DEI) and creating a workplace where individuals feel seen and have a sense of belonging. All employees are more engaged and empowered to learn and grow in ways that work best for them, and organizations can better meet the diverse needs of their workforce, ensure everyone has equal access to the same opportunities, and create pathways to employment for people who may have previously been excluded or underrepresented.听

As AI continues to advance, organizations will also be able to use the insights it surfaces to uncover hidden strengths within their workforce and unlock their potential by connecting employees to new opportunities in line with those strengths and the needs of the business. By surfacing these 鈥榠nferred skills,鈥� organizations can fill critical skills gaps and create a more meaningful work experience for employees by accounting for their unique skills, interests, passions, preferences, and working styles, and by freeing them from more manual, time-consuming tasks.听听

51风流recently took another step forward to help make all this a reality for our customers by announcing Joule, a new generative AI assistant that will make interacting with SAP鈥檚 apps far more conversational. Joule acts like a copilot that will eventually be embedded all throughout SAP鈥檚 cloud enterprise portfolio, allowing employees to converse with it using their everyday language but without sacrificing privacy, security, or compliance.听听

Within 51风流SuccessFactors, Joule is transforming the employee experience by making it easier and faster for employees to navigate complex processes and HR teams to respond to employee requests. Powered by conversational AI, Joule uses natural language processing to help employees quickly find information, get answers to questions, and complete HR-related tasks, such as, clocking in and out, viewing pay statements, approving or rejecting a request, and more. Now employees can complete tasks faster with a single assistant integrated into all 51风流applications.听

We also have our 51风流Talent intelligence hub, which acts as an AI-powered engine for an organization鈥檚 entire learning and talent strategy. It creates a skills portfolio for each employee in the workforce, now inferring skills and attributes based on data from performance feedback and dynamic teams, for example. With the talent intelligence integrated across the 51风流SuccessFactors HXM suite, organizations can leverage a single skills model to drive everything from recruiting and onboarding to learning and development and performance and succession. Employees can build and store data about themselves including aspirations, motivations, styles, and preferences. And managers can view, add and update skills and other attribute types for all their direct reports, allowing organizations to gain greater visibility into skills coverage and gaps across teams to guide future workforce planning.听

Creating a Future of Work Where Everyone Thrives听

The AI revolution today is opening new doors for organizations and employees in almost every industry. An estimated of work tasks will be automated by 2027, and employees will have more time than ever before for learning, development, and the work that matters most to them.听

When people have a great employee experience, their needs are being met, and they can learn and grow within an organization, they feel a sense of belonging. This drives higher engagement and ultimately brings a more diverse set of perspectives to the table. And a diverse, engaged, and empowered workforce drives an innovative organization that can more easily solve challenges, keep up with rapid change, and create better business outcomes.听

You can learn more about how organisations are using AI to improve talent recruitment and employee engagement by listening to our 51风流SuccessConnect virtual event .

The post Here鈥檚 How Organizations Can Leverage AI to Unlock Human Potential appeared first on 51风流Southeast Asia News Center.

Today we meet Angela Colantuono, new President and Managing Director for 51风流Australia and New Zealand. She hails from Melbourne, Australia, and has worked with 51风流for more than six years.

So, let鈥檚 meet Angela.

What is SAP鈥檚 best-kept secret?

It鈥檚 been said before, but it鈥檚 true: 听our people are our best kept secret. I鈥檝e been in the technology industry for 25 years and I鈥檝e experienced a lot of different cultures. I never thought I would be here for six years when I joined SAP, but I love it.

I think of people like , who I鈥檝e seen drop everything to help team members when they need it most. I think of , 听who truly lives among his team, always working on market-making business, and doing it all with respect and empathy. And I think of , who gives me amazing energy, works so hard to lead by example in the field, and has a real focus on mental health and diversity in leadership.听And I have grads I worked with in the beginning at 51风流who are now massive superstars and I absolutely adore them.

It鈥檚 a unique combination of work, fun, and respect.

If 51风流was a song, what would it be?听

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Changes听by David Bowie! We鈥檙e really changing all the time and every year brings something new. We have become an incredibly resilient business and its important as we continue to transform our business.

What do you consider the most under-rated virtue in business?

Empathy. The tech world has had a reputation for many years of being a cut-throat place, so it鈥檚 critical to take a step back and think about the people around you.

I love understanding the people around me, what makes them tick, and the things that they want to do in their lives.听 I get a lot of energy from our young talent and nurturing their progress. It鈥檚 so important to listen to their听frustrations, 听and coach them to dream big听and think about the things they want to learn.

When and where were you happiest?

This is an easy one. It was 26 years ago, when I had my twin girls, Rosalie and Chiara. They are my world.

They have always been incredibly independent, from an early age. As a working mum who travelled a lot, they have occasionally joined me in my travels. Now they鈥檝e both moved out and forged their own careers in law and commercial property and seeing their success is what makes me most happy. They live close to the Melbourne Cricket Ground 鈥� perfect for big Richmond Tigers fans.

Beyond that, it would be听right听now – in Jordan at SAP鈥檚 Executive Social Sabbatical, a program that pairs 51风流leaders with social organisations focused on digital literacy, workforce development, and entrepreneurship to help them run at their best. My experience led me to work with the Crown Prince Foundation to engage young women aspiring to work in a tough job market.听It was a once-in-a-lifetime opportunity and I feel incredibly blessed to be able to give back to communities as part of our Corporate Social Responsibility program.

Where would you most like to live?

I live in Melbourne, so its鈥� a tough call听鈥� even if it we lost the crown of most liveable city!

My family background is Italian, so I鈥檇 probably say somewhere like Ravello or somewhere in Southern Italy. Living simply, buying produce from a local market, and putting on a beautiful meal for family. Living la dolce vita.

And I would love to live a year in the United States, New York or maybe San Francisco, to experience the food, the culture, and a different world. We have a big family 鈥� I have 50 first cousins around the world 鈥� so I鈥檓 sure we鈥檇 be able to settle quickly anywhere!

Angela was recently appointed President and Managing Director of 51风流Australia and New Zealand, which you can read more about here.
And check out how 51风流has been named one of LinkedIn’s 2023 Top Companies to Work for.
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The post 51风流Super Awesome Profiles: 10 minutes with Angela Colantuono appeared first on 51风流Southeast Asia News Center.

In 2023, with recession woes and inflation at an all-time high for many countries in the region, businesses may not be able to provide financial incentives as easily as before and will have to look toward more sustainable ways to ensure they come out on top with talent procurement and retention. With that, businesses can expect to see four key trends at play in the year ahead.

1. The Bar for Employee Experience Will Be Raised

It is no surprise that employee experience is a top priority for a large majority of workers. In fact, themselves consider it to be a priority. However, just as customers today are increasingly demanding hyper-personal experiences, there is a growing sentiment among employees for personalized worker experiences that take local and cultural considerations into account. Especially in South East Asia – an extremely diverse region – businesses are often guilty of capping this commitment with just celebrations of ethnic and religious holidays.

Instead, hyper-personalization of employee experiences often involves crafting curated purpose-driven policies that are holistic in catering to employees鈥� concerns, to truly engage employees and develop a deep-rooted sense of belonging. By involving the employees in planning, employees will be more encouraged to have a proactive mindset and think about the future.

This will continue to pose a challenge, particularly as employees in the region continue to demonstrate a preference for hybrid working environments – such as in Singapore, which was recently dubbed the . With work becoming more individualized and teams spending less and less time in the office, there is an increased onus on businesses to relook at how they are creating exceptional employee experiences from the onset itself.

2. Flexibility Remains Key

Before the pandemic gave cause for remote work, there had been a long-standing perception that in-office employees are more productive than remote workers. However, in pandemic-induced conditions, employees have found that they can be equally efficient when working from home as well. With that, it is clear why employees have been reluctant to give up the flexibility, work-life balance, and expenses they save working remotely.

In this new work climate of flexible work models , flexibility will play a critical role in enabling businesses to both retain their employees. At SAP, we鈥檝e adopted a location-agnostic work style for decades, embracing a 鈥樷�橮ledge to Flex鈥欌�� initiative to ensure employees are supported and able to work anytime and from anywhere.

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Aside from hybrid work as a trend, we will also witness a rise in employees looking for contingent work arrangements. In the battle for talent, contingent workers 鈥� also known as freelancers and contract workers 鈥� are already filling the gaps with specific skills that companies need. Staying flexible and open to such non-traditional arrangements can go a long way in not only winning new talent, but also retaining talent.

3. DEI Strategies Move from Ticking Boxes to Being Embedded in Processes

Diversity, equity, and inclusion (DEI) strategies rose into prominence in 2021, as organizations became more purpose-driven. While this year of the global gender gap by more than 68 percent, it also revealed that it will take another 132 years before we achieve full gender parity. Clearly, strides must continue to be made.

For significant change to be enacted, DEI initiatives must take on an embedded nature in the lifecycle of every employee. Today, we are seeing more members of SAP鈥檚 ecosystem collaborate to create platforms of inclusion across our organization, as we recognize that diverse, inclusive talent makes a difference.

Embedded strategies look beyond representation to ensure that each and every individual is presented with an equal and fair workplace experience, creating a sense of belonging, such as through:

• Fair, transparent, and consistent hiring process with a diverse panel for interviews
• Making opportunities available to all
• Ensuring a commitment to pay parity
• Clear communication on anti-discrimination policies to ensure enforcement across the organization
• Mentorship opportunities, alongside community groups, that support minority communities
• Re-connecting events to create a sense of belonging and foster an organizational culture among all employees

4. Talent Shortage (36% of HR Leaders Say Their Recruiting Strategies Fall Short)

Because employees are taking matters into their own hands, it is not surprising that job candidates are more deliberate and discerning throughout the interview process. Employees want to protect their time, benefits, and professional growth.

Most importantly creating a sustainable talent pipeline and making the talent pipeline circular: With a severe shortage in tech talent, the reality is that the experiences former employees have had will have an increasing bearing on new hire rates as well.

In 2023, there is no doubt that new challenges and opportunities will await businesses. Time and time again, one thing has proven true: people will remain a critical component in ensuring enterprises are equipped to navigate evolving market landscapes and seize the opportunities that are presented. It is only through recalibrating talent and employee engagement strategies that businesses will be able to ensure they have the right people and skills needed to unlock new frontiers for the future.

Akshita Shetty is chief human resources officer for 51风流South East Asia.

The post The Top Four Human Resource Trends to Watch Out for in 2023 appeared first on 51风流Southeast Asia News Center.

Realizing the importance of the People aspect in this digital transformation, PT Bank Danamon Indonesia Tbk (IDX: BDMN), optimizes the management of its human resources with technology-assisted digital transformation SAP. As a provider of digital business process solutions, 51风流Indonesia听supports companies to innovate and optimize their business strategies.

HR Digitalization Head of PT Bank Danamon Indonesia Tbk Handri Yustanto explained the complexity of HR management in the all-digital era which demands HR apply the best practices and the latest technology. “HR plays an important role in implementing digital transformation and even sees it as a business partner. Bank Danamon itself is trying to be adaptive to the situation and is committed to implementing a comprehensive transformation in the HR field. This can be seen in the HR process with more distributed control, high collaboration, centralized coordination, as well as process agility and speed,” said Handri.

Before being digitized, data-related problems in HR management often arise because data is spread across various sources. In order to report or analyze employee data, the HR team has to find and collect the data manually or contact IT to provide access to the data, which often takes weeks or even months to process. Overall, data is difficult to use and ultimately overlooked. The absence of data analysis also results in HR getting an incomplete picture of the company’s workforce and being unable to be proactive.

The digital transformation adopted by Bank Danamon is directed at optimizing the combination of HR data and business data to determine business decisions. In this case, Bank Danamon’s HR team wants the system to continue recording and managing administrative HR data, but can also manage rich and dynamic big data. Since 2017, Bank Danamon has trusted the SuccessFactors solution provided by 51风流Indonesia and has focused on leveraging these established digital products to have a real impact on the company.

51风流Indonesia Managing Director Andreas Diantoro said that the digital transformation carried out by Bank Danamon succeeded in maximizing the way HR works and preparing human resources (HR), which are the main keys to dealing with change. “Now, HR benefits from 51风流SuccessFactors as it is equipped with intelligent capabilities to empower business users to unlock potential through easy-to-use interfaces, shorten the time to set up complex system landscapes, and align data from multiple sources, enabling business users to perform sophisticated analysis in data-based HR management,” explained Andreas.

“This digitization process has made us successful in cutting more than 20% of HR processes and 64% of manual processes, then reducing 70% of complaints from employees to make 30% of processes that have added value empowered by our managers or employees so they can make decisions,” said Handri.

Next, Handri underlined the biggest challenges faced, namely managing change and ways of thinking. Apart from adapting to the best and latest processes, HR also needs to garner support from all stakeholders and put forward excellent leadership to drive change.

“Change in this way of thinking is not easy because it requires learning agility and a willingness to learn, unlearn, and re-learn something new,” explained Handri.

However, this challenge has not hindered the commitment to implementing digital transformation; instead, Bank Danamon sees it as a learning process that is still ongoing. “Learning for us is a journey; how do employees get knowledge in the system, know how to use it, and practice in the field? All of these processes are recorded in the system,” said Handri. “Three things鈥攑eople, processes, and technology鈥攁re things that we have to pay attention to and make sure they synergize with each other,” continued Handri.

By carrying out this digital transformation process that is still ongoing, Bank Danamon hopes to provide a meaningful and real impact for the company quickly. Bank Danamon is also preparing for a further digitization process in the HR field within the next year or two.

“We are currently designing the HR Strategic Initiative roadmap 2023-2024, one of which is building data-driven HR that utilizes rich and dynamic HR big data to drive strategic decisions regarding human resources. In addition, we want to be able to utilize the data not only for business analysis but also for people analysis,” added Handri.

“The digital transformation carried out by Bank Danamon is in line with HR trends that are predicted to emerge in the following years, such as change management, which provides effective company performance, and people analytics to develop company performance. 51风流Indonesia will wholeheartedly continue to support Bank Danamon’s business in its digital transformation journey,” concluded Andreas.

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Bank Danamon Jalankan Strategi HR Berbasis Data Digital dengan 51风流SuccessFactors

Jakarta — Saat ini, kita dapat menyaksikan peran besar transformasi digital dalam operasional perusahaan. Transformasi digital umumnya menyiratkan konsep ulang yang holistik terhadap seluruh perusahaan untuk fokus pada nilai yang diberikan bagi pelanggan, umumnya berfokus pada 3 aspek, People, Process dan Technology.听

Menyadari pentingnya aspek People dalam transformasi digital ini, PT Bank Danamon Indonesia Tbk (IDX: BDMN), mengoptimalkan pengelolaan sumber daya manusianya dengan transformasi digital yang dibantu teknologi 51风流Sebagai perusahaan penyedia solusi proses bisnis digital, 51风流Indonesia听mendukung perusahaan untuk berinovasi dan mengoptimalkan strategi bisnisnya.

HR Digitalization Head PT Bank Danamon Indonesia Tbk Handri Yustanto menjelaskan kompleksitas manajemen SDM di era serba digital yang menuntut HR untuk menerapkan praktik terbaik dan teknologi terkini. 鈥淗R berperan penting dalam menerapkan transformasi digital bahkan melihatnya sebagai business partner. Bank Danamon sendiri berusaha adaptif dengan situasi dan berkomitmen untuk menerapkan transformasi menyeluruh di bidang HR. Hal itu tampak pada proses HR dengan kendali yang lebih terdistribusi, kolaborasi tinggi, koordinasi yang terpusat, serta kelincahan dan kecepatan proses,鈥� ungkap Handri.听

Sebelum terdigitalisasi, kerap muncul masalah terkait data dalam pengelolaan SDM, sebab data tersebar di berbagai sumber. Untuk melaporkan atau menganalisis data karyawan, tim HR harus menemukan dan mengumpulkan data secara manual atau menghubungi IT untuk memberi akses ke data yang seringkali memakan waktu berminggu-minggu atau bahkan berbulan-bulan untuk diproses. Secara keseluruhan, data sulit digunakan dan akhirnya diabaikan. Ketiadaan analisis terhadap data juga mengakibatkan HR mendapatkan gambaran yang tidak lengkap tentang tenaga kerja perusahaan dan tidak mampu bersikap proaktif.

Transformasi digital yang diadopsi Bank Danamon diarahkan untuk mengoptimalisasi kombinasi data HR dan data bisnis untuk menentukan keputusan bisnis. Dalam hal ini, tim HR Bank Danamon tidak ingin sistem berhenti pada perekaman dan pengelolaan data SDM yang bersifat administratif, tetapi juga bisa mengelola big data yang kaya dan dinamis. Sejak 2017, Bank Danamon memercayai solusi SuccessFactors yang disediakan 51风流Indonesia dan berfokus memanfaatkan produk digital yang sudah mapan itu untuk memberikan impact nyata bagi perusahaan.

Managing Director 51风流Indonesia Andreas Diantoro mengatakan transformasi digital yang dilakukan Bank Danamon ini berhasil memaksimalkan cara kerja HR dan mempersiapkan sumber daya manusia (SDM) yang menjadi kunci utama dalam menghadapi perubahan. 鈥淜ini, HR mendapat manfaat dari 51风流SuccessFactors karena dilengkapi kemampuan cerdas untuk memberdayakan pengguna bisnis membuka potensi karena kemudahan penggunaan antarmuka (interface), dan mempersingkat waktu untuk menyiapkan lanskap sistem yang kompleks, dan menyelaraskan data dari berbagai sumber, sehingga memungkinkan pengguna bisnis melakukan analisis canggih dalam pengelolaan SDM berbasis data,鈥� jelas Andreas.

鈥淧roses digitalisasi ini membuat kami berhasil memotong lebih dari 20% proses HR dan 64% proses manual, lalu menurunkan 70% keluhan dari karyawan, hingga membuat 30% proses yang memiliki added value diberdayakan kepada manajer atau karyawan kami sehingga bisa membuat keputusan,鈥� papar Handri.听

Selanjutnya, Handri menggarisbawahi terkait tantangan terbesar yang dihadapi yakni mengelola perubahan dan cara berpikir. Selain beradaptasi kepada proses-proses yang terbaik dan terkini, HR juga perlu menggalang dukungan dari semua pemangku kepentingan dan mengedepankan kepemimpinan yang unggul untuk menggerakkan perubahan.听

鈥淧erubahan cara berpikir ini memang tidak mudah, sebab membutuhkan learning agility dan kemauan untuk learn, unlearn, serta re-learn sesuatu yang baru,鈥� jelas Handri.听

Akan tetapi, tantangan itu tidak menghalangi komitmen menerapkan transformasi digital, justru Bank Danamon melihatnya sebagai proses belajar yang masih berjalan. 鈥�Learning bagi kami adalah journey, bagaimana pegawai mendapatkan knowledge di dalam sistem, tahu cara menggunakannya, bagaimana dia practice di lapangan, dan semua proses itu terekam dalam sistem鈥�, ucap Handri. 鈥淭iga hal itu people, process, dan technology adalah sesuatu yang harus kami perhatikan dan pastikan saling bersinergi,鈥� lanjut Handri.

Dengan menjalankan proses transformasi digital yang masih berlangsung ini, Bank Danamon berharap dapat memberikan dampak yang berarti dan nyata untuk perusahaan secara cepat. Bank Danamon juga tengah mempersiapkan proses digitalisasi dalam bidang HR lebih lanjut dalam kurun waktu setahun dua tahun ke depan.

鈥淜ami sedang mendesain roadmap Strategic Initiative HR 2023-2024 yang salah satunya itu membangun data-driven yang memanfaatkan big data HR yang kaya dan dinamis untuk menggerakkan keputusan strategis terkait sumber daya manusia. Selain itu kita ingin bisa memanfaatkan data itu tidak hanya untuk business analysis tetapi juga people analysis,鈥� tambah Handri.听

鈥淭ransformasi digital yang dilakukan oleh Bank Danamon sejalan dengan HR tren yang diprediksikan akan muncul pada tahun-tahun selanjutnya, seperti change management yang memberikan keefektifan kinerja perusahaan dan people analytics untuk mengembangkan performa kinerja perusahaan. 51风流Indonesia dengan sepenuh hati akan terus mendukung usaha Bank Danamon dalam perjalanan transformasi digital,鈥� tutup Andreas.

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